What does a High Performer look like in your Organization?

When getting started on a new recruiting project, there are a few essential pieces of information I require from businesses before I develop the recruitment marketing plan and advertise:

  • the specialized skills required
  • minimum education and training preferred
  • a breakdown of the technical skills needed
  • the salary range.

But this is the easy part, especially when I use headhunting to attract the right people for my clients.

Where the challenge lays is on the character side–sometimes referred to soft skills and better known as Cultural Fit.  This is the ‘grey area’ that creates a dilemma for Recruiters, especially when a company hasn’t really considered what their culture is and what attitudes their top performers share. A study by Leadership IQ shows that 81% of failed hires are the result of mismatched or poor attitudes, not a lack of technical skills (which only represented 11% of failed hires).1

The Matchmaking Piece

Clearly defining what makes someone a high performer at your organization is that little nugget that I need above all else to ensure I am positioning the right people with my clients and vice versa.

When I engage with a new client, having this conversation is truly my favourite part.  If a company has clearly not defined the attitudes that differentiate high performers from low performers, this becomes the starting point.

Who is Right for Your Culture?

Who are the top performers? Why are they successful? What is their impact? What do they all have in common? What motivates them? Maybe you value someone with an enterprising nature or an entrepreneurial spirit. Maybe you require an analytical thinker or a leader who mentors and coaches others.

As Murphy highlights in his Forbes article, there is great symmetry between the companies who have thoroughly defined their high performer attitudes and the ones that land their first-choice candidates 90-100% of the time.2

Not only does this method improve first-choice matching, but it also means that Recruiters can have meaningful conversations with prospective candidates who want to know what success looks like at the company they represent.

Filtering for Fit

This is especially critical for the candidate who is currently employed and considering a move.  They absolutely need to know how this role will better their situation in a very real way. Career advancement looks different for us all, as does what makes people happy professionally

Want to learn more about how to facilitate a perfect match? Recruiting Concepts can help you articulate what you look for in a top performer so you can avoid hiring failures. Let’s chat!

1 Murphy, Mark. Why New Hires Fail (Emotional Intelligence Vs. Skills). 2020, www.leadershipiq.com/blogs/leadershipiq/35354241-why-new-hires-fail-emotional-intelligence-vs-skills.
2Murphy, Mark. “This Is The One Piece Of Data That 85% Of Recruiters Are Missing.” Forbes, Forbes Magazine, 11 May 2018, www.forbes.com/sites/markmurphy/2018/05/11/this-is-the-one-piece-of-data-that-85-of-recruiters-are-missing/.
Posted in Business content

Benefits of Engaging a Recruiter to hire your Team Members

Hiring an employment recruiter to help your company find the best people is always a smart idea. But now, more than ever, enlisting the expertise of a recruiter is vital to not only attracting the best talent to your organization, but also to giving your new team members the best possible virtual onboarding experience.

Outsourcing your recruitment needs to a corporate recruiter can really help you save time and focus. 

Recruiters find the right job seekers

The best headhunters are connectors who find, engage, screen and connect talent to your organization allowing  you to concentrate on running your business and achieving your operational goals. A skilled recruiter has the tools, services and skills needed to find the right person for the role.

Get your time and focus back

Maybe you’re an independent business owner, and you’re overextended with little time or patience to carefully manage the recruitment process of quality candidates to your organization. Or your company doesn’t have an in-house HR function and individual department leaders are responsible for hiring. Or you’re an HR leader in a large organization with multifaceted responsibilities and you prefer to outsource your recruiting needs. Whatever your situation, you’ll save time and money by avoiding quick hiring decisions and you’ll also be sure that quality applicants aren’t falling through the cracks during the hiring process. 

Avoid risky hiring decisions

A recruiter will source talented, active and engaged candidates who will become valuable team members. Recruiting Concepts uses Video Interview Software to expedite the hiring process  and gives candidates who apply a chance to share with the prospective client who they are and why they applied, all in a recorded video. This software gives Recruiting Concepts the ability to effectively rank, shortlist and invite suitable candidates into the next stages of the interview. 

Recruiters get the job done

Your entire way of doing business has likely changed because of the pandemic. A skilled recruiter can take the task of recruitment off your shoulders and support your onboarding process as you adapt to the many changes. Recruiting Concepts uses advanced technologies to help find the right fit for your business. Recruitment Technology includes an Applicant Tracking System, Video Interview Software with AI, which helps you move faster and choose wisely. Shortlisting Services allow your recruiter to quickly rate and rank your talent pool to manage volume hires. With access to a variety of technologies, you can be confident that your recruiter will get the job done and your new team member will be able to hit the ground running with confidence and enthusiasm

Let’s talk about how we can support your business!

Connect with me at [email protected] OR 905-466-6948

Posted in Business content

Interviews: How to explain the nature of your job loss

The way you handle explaining the reason you left past employment while interviewing can hold a great deal of weight. In my recruiting practice, I often help candidates prepare for interviews. Recently, I had a conversation with a good friend who unfortunately just lost her beloved job due to Covid-19; she worked in the entertainment sector. This industry took a big & early hit in the initial wave of downsizings in Canada due to the pandemic. We were discussing some resume updates and I caught that she referred to herself as being “Terminated”. This caught my attention. She was actually restructured. This got me thinking… I talk to job seekers all the time and it seemed that there is some broad based confusion about the wording associated with job loss. I decided to talk to a few HR professionals to get some advice. It all comes down to cause or fault. Is your reason for leaving a job due to your poor performance and/or negligence or was the reason due to a shortage of work or changes to the business outside of your specific performance. This is an important distinction in an interview. This guide is intended to provide clarity between the definitions and is not intended as legal definitions. This is a tool for your interview prep to put your best foot forward.

Posted in Uncategorized

Hiring during Coronavirus Pandemic ~ A guide to Virtual Onboarding

I am witnessing many of my clients, who have hired employees prior to the outbreak, continue as planned with their onboarding.  Some have pushed start dates, a few have put hiring projects on hold. Many have been working on very creative ways for these new employees, whose start dates fell after the pandemic was announced, to start their jobs in remote capacity.  This takes planning and organization. Creating an effective virtual hiring process now will keep your new employees engaged and informed and ultimately retained if you set it up correctly.

A few things to keep in mind as you consider what will work best for your business:

  1. Share documentation in advance
  2. Schedule Communication
  3. Leverage Technology
  4. Mimic your companies work culture & style in this virtual setting
  5. Set up Remote Work, Flex Schedules & Working from Home Policies in advance

Share Documentation:  Be sure to send out all documents and resources required in advance, include payroll & benefits forms.   Provide new employees with the company’s employee contact lists so they have an easy way of getting a hold of colleagues and collaborators. Order and ship all required hardware (laptop, phone etc.) prepare all sign-ins for required software applications, drives, group chats – set up user names, accounts, emails and passwords and add in to what is shipped or couriered to new employees prior to start. A smart move is to get them set up with VPN & remote access a few days prior to start to allow them to familiarize with system and avoid their first day being spent getting set up – result is a smoother day 1.

Schedule Communication: Prior to start date, set up a call or video chat to ensure they have what they need. Set up expectations for your new hires to create accountability. Conduct all training via video conferencing as a group. Consider hosting a virtual welcome party with existing team members to welcome and integrate new employees to the team – add lunch; (Many options exist to send a meal on their first day of work – a nice touch).  Set new hires up with a mentor, not their boss, to help them feel connected to the group. Perhaps the Friday prior to start date,  you can provide your new hire with a full schedule for day 1 with a 2 week plan of meetings which you set up virtually for them including virtual tours, team meetings etc.  That first day will make your new hire feel so welcomed and so connected!

Leverage Technology:  So many choices- by now your company will have picked their preferred method of video conferencing and sharing documentation online. Zoom, Skype, Microsoft Teams, Google Meet (formerly Google Hangouts),  GoToMeeting, SharePoint, Google Docs and on and on. Use them and get the new hires set up right away. Create group chats by function/project/task or teams. WhatsApp is a great option, I’m new to it but getting more acquainted to its usefulness daily.

Bring your work culture, dynamics into this virtual setting:  It is very true that every company has a personality. I am fortunate to work with very diverse industries all of which have something unique and special that defines their companies’ culture. I have seen some incredible cultures emerge; employee-centric, collaborative, progressive, connected– not hard to sell these companies to prospective employees.  Whatever makes you unique, be sure to pull that in, make it feel personal, your remote employees would prefer to be working alongside of you and may be concerned about feeling out of the loop or unconnected.  Get creative and have fun, they will thank you for it!

Set up policies to support Remote productivity: Let’s face it, work from home and virtual onboarding are a solution to a very complex problem we are all in the process of championing. It will likely change how we work for good and maybe that will be a good thing.  We shall see. In the meantime, well written policies will take out the grey and make it very black and white on how work is to be conducted and what the rules of engagement are.  Set up your best practices in advance, ask for feedback from the team when creating these policies, delegate to internal team members or find a qualified HR consultant who can help you draft them.

It has been recently announced by some of the big automotive players that a North American return to work is scheduled for May 4th.  This feels like a good sign although we will be cautious no doubt. There is hiring happening, in some cases high volume for many of the essential services which keep our economy afloat right now.

Recruiting Concepts Inc. would be very happy to help find your special talent and help get them onboarded with care.  Please reach out for an introductory conversation to learn more about how we can support your business.  Until then, we wish you well.

 

 

 

Posted in Business content

Help for Canadian Business Owners – Subsidies & Relief and how to apply

Recruiting Concepts wants to help our customers navigate the current COVID-19 situation. We have been carefully reviewing all options available to Business Owners. Government funded programs have been set up to help businesses through these tough times. Here are some of the funding programs that will address some immediate issues:  Hoping you find this resource beneficial.  If you require any support navigating any staffing related challenges please reach out, we are here to help. 

Recruiting Concepts Wage Subsidy Doc WIth Links (2)

Posted in Business content